Management, People and Team

This report discusses the management of people and teams in an organization, focusing on creating an innovative culture. It explores relevant theories and concepts, the effectiveness of communication in maintaining an innovative culture, and strengths and areas for development. The report concludes that managing people is crucial for fostering innovation.

Running Head: MANAGEMENT, PEOPLE AND TEAM 1
Management
Management People and Team

MANAGEMENT, PEOPLE AND TEAM 2
Introduction
The management people and the team are referred to the ability in an individual or an
organization as to administer as well as command the group of people and team as to perform the
certain task the way leader wants them to perform. The people are very important persons for an
organization as they act as a gem for the organization. Therefore, it is essential to manage the
team as well as the people of the organization (Dereli, 2015). This report is based upon issued
raised in the organization as a leader wants to create an innovation culture organization. The
concepts and theories, which are applied by the leader to make organization objectives
accomplished. Certain communication methods are also chosen by the organization to make an
effective organization.

MANAGEMENT, PEOPLE AND TEAM 3
Relevant theories and concepts to the issues raised
There are various principles and theories apply to make a strong innovation culture in an
organization. The leader has raised issues related to creating an innovation culture in the
organization. The strategic human resource management is the connection between employees of
the company and the goals, objectives as well as strategies made for the company (Garcia-
Morales, et. al., 2012). There are theories for the proper innovation as the issue raised by the
organization The theories are-
 Resource-based theory: - This theory is based upon certain strategic values for the
employees and to create learning for the workplace as to control the issues. This theory
creates certain attention of leader towards the issue so that innovation culture can be
created an organization.
 Ethical approach:- To implement any changes in the organization or introducing new
technology it is very essential for an organization to serve ethically. To have ethical
strong organization makes employees more motivated to do work as per the objectives or
issues raised by an organization (Carayannis, et. al., 2015).
Integration of concepts and appreciation of their implications
To accomplish the goals and objectives of the organization it is essential to maintained strong
organization and individual performance. The motivation theory helps leaders to enhance
individual performance. The reinforcement theory helps the organization enhance individual
theory by which automatically organization performance will improve. There are four conditions
such as positive reinforcement, negative reinforcement, extinction, punishment. The negative and
positive reinforcement helps the company in strengthen behavior while the other punishment and
extinction work as a weakness for the company (Uslu, 2015). The rewards are also given to
employees whether it is monetary or non-monetary reward so that employees get always
motivated to accept the changes as well as work on it

MANAGEMENT, PEOPLE AND TEAM 4
Effectiveness of communication in maintaining the innovative culture in the organization
The innovative culture is very important for the organization as it increases the overall
process of the organization and enhances the performance of the organization in the market. To
maintain the innovative culture in the organization, the communication plays an important role
so the management needs to communicate with the employees and other members of an
organization (Bock, et. al., 2012). However, the organization used no communication in the
management of an innovative culture. The communication is very effective in the proper
innovative culture as it creates many new ideas and makes the innovation-friendly to the business
environment. The employees get comfortable in the innovative culture due to the effectiveness
of communication (Tung, 2012).
Strengths of the Presentation
This presentation has been described the use of innovation in the business organization and to
implement better innovation at the workplace (Ferreira, et. al., 2015). The innovation in the
company culture has been described in the presentation. So there are many strengths in the
presentation as it makes the company better for innovation , it guides the process to create
innovation in the organization, the presentation defines about the six building blocks of the
innovative culture and also defined the several challenges occurred in the process.
Areas for development or further consideration
There are many areas for development and further consideration will be included in this
presentation. By the use of this presentation, the different areas of business achieved various
development (Wisdom, et. al., 2014). Like, by implementing, the innovation in the culture the
customer attracts will develop in the business, the process of continuous learning can increase
the values and the process of business becomes easier.

MANAGEMENT, PEOPLE AND TEAM 5
Conclusion
This report is based on the maintenance of innovative culture in the organization so that
the business performs better functions in achieving the business objectives. The innovative is
working smarter not harder, so the innovation is very important for the betterment of an
organization. The management of the people is necessary for a better innovative culture. This
report has been discussed about the various concepts and theories used in the innovative culture.
The certain applications that are used to increase the performance of an organization also
described in this report. To increase the innovation in the business, communication is also
necessary for the organization so the management should communicate about the innovation in
the organization.

MANAGEMENT, PEOPLE AND TEAM 6
References
Acar, A. Z., & Acar, P. (2012). The effects of organizational culture and innovativeness on
business performance in the healthcare industry. Procedia-Social and Behavioral
Sciences, 58, 683-692.
Bock, A. J., Opsahl, T., George, G., & Gann, D. M. (2012). The effects of culture and structure
on strategic flexibility during business model innovation. Journal of Management
studies, 49(2), 279-305.
Carayannis, E. G., Sindakis, S., & Walter, C. (2015). Business model innovation as a lever of
organizational sustainability. The Journal of Technology Transfer, 40(1), 85-104.
Davila, T., Epstein, M., & Shelton, R. (2012). Making innovation work: How to manage it,
measure it, and profit from it. New Jersey: FT press.
Dereli, D. D. (2015). Innovation management in global competition and competitive
advantage. Procedia-Social and Behavioral Sciences, 195, 1365-1370.
Ferreira, J. J., Fernandes, C. I., Alves, H., & Raposo, M. L. (2015). Drivers of innovation
strategies: testing the Tidd and Bessant (2009) model. Journal of Business
Research, 68(7), 1395-1403.
García-Morales, V. J., Jiménez-Barrionuevo, M. M., & Gutiérrez-Gutiérrez, L. (2012).
Transformational leadership influence on organizational performance through
organizational learning and innovation. Journal of business research, 65(7), 1040-1050.
Tung, J. (2012). A study of product innovation on firm performance. International journal of
organizational innovation, 4(3).
Uslu, T. (2015). Innovation culture and strategic human resource management in the public and
private sector within the framework of employee ownership. Procedia-Social and
Behavioral Sciences, 195, 1463-1470.

MANAGEMENT, PEOPLE AND TEAM 7
Wisdom, J. P., Chor, K. H. B., Hoagwood, K. E., & Horwitz, S. M. (2014). Innovation adoption:
a review of theories and constructs. Administration and Policy in Mental Health and
Mental Health Services Research, 41(4), 480-502.